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MANAGEMENT MOVING INTO YOUR NEW MANAGEMENT ROLE
“Every generation needs a new revolution.” – Thomas Jefferson
When you’re starting out as a new manager, the first three months are crucial.
How you assert yourself in the role and establish relationships with those around you will define you as a manager. It can be vital to success or failure in the future.
HERE’S HOW TO DO IT!
01 THINK STRATEGICALLY When first starting as a new manager, it can be tempting to implement big changes to the working routines and methods straight away. Tread carefully! You don’t want to immediately cause controversy that could set you in bad stead with your team.
01 THINK STRATEGICALLY Try implementing changes in week three or four instead. That way you will have a better understanding of the team and the way it works best.
02 ASK QUESTIONS & LISTEN A great way to learn about the team, its culture, work ethic and methods is to listen as much as possible when you first start. Don’t be afraid to ask questions!
02 ASK QUESTIONS & LISTEN More often than not, the team will have a feel for all the processes and systems in place within the company and will be able to provide invaluable advice.
02 ASK QUESTIONS & LISTEN Think about having a ‘doors always open’ policy and establish open dialogue as often as you can. You wont be able to act on every piece of feedback but it’s important the team know their voices are heard.
03 DON’T COMPARE YOUR OLD ROLE It’s important to understand that in your new role you are working with a new set of people in a new environment - make sure you’re changing with the times!
03 DON’T COMPARE YOUR OLD ROLE Your new team is not necessarily going to perform or respond in the same way as your old one, try to avoid comparisons as this can be unhelpful. It’s a good idea to bring some tried and tested methods from your old role - but be prepared to accept you will need to change and compromise on a few things.
04 TWO-WAY COMMUNICATION Get to know your team on an individual basis at the earliest possible chance. It doesn’t have to be an extensive meeting, just a chance for the team to meet you in person and open up the channels of communication.
04 TWO-WAY COMMUNICATION Why not arrange an event either in or outside of work where everyone gets to meet you in an informal, unpressured setting?
05 DON’T TAKE ALL THE CREDIT Giving credit where it’s due is an essential part of management and leadership. Whether its giving credit for your team’s success in implementing one of your ideas, or an idea of their own that they have brought to the table make sure they see their contributions are valued.
05 DON’T TAKE ALL THE CREDIT Praising and encouraging your team right from the start is a great way to encourage them to work harder and perform consistently in the long term.
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